Management In Real Life翻译Word文档下载推荐.docx

1、s about using a whole new recipe for leading starting with leaders finding ways to renew themselves to create the social community that supports innovation. 它的大约使用一个合计新的食谱为领导以领导人开始定位方向更新他们自己去创建社会的社会那个援助革新。What are the top priorities for making it happen? Commitment from the top dog, gutsy leaders, l

2、ots of meetings, and plenty of sweat. 什么是最高的优先为舞梦成真?承诺从头儿，无畏的的领导人，很多会议，大量的汗。Commitment From the Top Dog承诺从头儿Heres the rule of thumb: If the leader is too busy to show up for meetings about the change, then he or she really doesnt care about it. Theres no delegating with this one. 这里的启发式即经验法则:如果领导者太忙

3、露面为会议关于变动，当时他或她真不t关心它。那里的没有的代表说完这个一。Either the boss is on, or hes off. If hes off, forget it. He doesnt get it and wont support changes. As I said, it starts with leaders changing themselves. 也老板在，或他的关闭。如果他的关闭，没关系。他不t获得它，赢得t支持变动。由于我说，它以领导人开始改变自己。Leading a culture change is not a delegate-able job. A

4、 CEO or business unit leader has to walk the talk and be the face of innovation to employees领导一个文化变化一个也不delegate-able工作。一个首席执行官或事业单位领导者有说到做到，是革新的脸雇员. Before employees jump on board and start taking risks, they want some assurances that their emotional energy and effort will be worth it. 前雇员跳船上，开始冒险，

5、他们要一些保证，他们的情绪化能源，努力将值得它。They need to see their leaders leading by making radical changes to old practices breaking those that stifle new ideas and risk taking, and supporting employees who speak up and take initiative. 他们需要看到他们的领导人铅附近的的制造激进改变旧的做法打破那些那个窒息新思想，冒险，支持雇员谁说话，主动。So, for the boss, its off wi

6、th the bullhorn and on with the white coveralls walking the halls painting the workplace innovative. Anything less from the top is a NO-GO. 这么，为老板，它的从同带放大器的扩音器，在同白工作服步的大厅油漆工作场所创新的。任何事少从顶端是一个失败。Gutsy Leaders无畏的的领导人Bosses from the front lines to the tip-top of the organization pyramid have to fire the

7、mselves as babysitters and re-hire themselves as mentors, facilitators, and true leaders. 老板从前线首屈一指的的该组织金字塔不得不开除自己由于保姆，re-hire自己由于导师，辅助商，真正的领导人。Comments like, Great job! It didnt work out this time, but it was an incredible try! So lets keep working at it have to become the new normal. Delegating, e

8、mpowering, 评语喜欢，伟大的工作!它didnt可以解决这个时间，但它一个难以置信尝试!所以让的继续工作干个不停不得不成为新的正常。代表，允许，teamwork, or whatever you call it, bosses have to find ways to pump up employee skills and knowledge instead of emotions. 合作，或随便你叫什么，老板不得不定位方向唧送雇员技能和知识而不是情感。They have to start working with their employees more like adult equ

9、als using discussion and collaboration instead of one-way blasts to the team giving them the freedom to try their ideas and learn from their experience. 他们不得不开始工作他们的雇员更一样大人的匹敌使用议论和合作而不是单向的的气浪团队给他们自由试他们的思想，学习他们的经验。Bosses have to stop hoarding information and start sharing it. They have to get over th

10、eir fear that when they tell employees whats really going on theyll get some tough questions in return.老板不得不阻止囤积情报和开端分享它。他们不得不克服他们的担心当他们告诉雇员什么的真继续他们将得到一些强硬问题作为。的回报 Being authentic and transparent will now be the name of the game so employees know enough to own their contributions to the business. 是真

11、实，透明要现在是游戏名称如此雇员懂足够对所有他们的贡献业务。Lots of Meetings很多会议When will people get the work done? Its the miracle of innovation. It will seem like everyone is in meetings all day instead of doing work and yet the work will get done even faster and better than ever. 时候会人得工作量?它的革新的这个奇迹。它会仿佛每个人似的在会议整天而不是干某事工作然而工作会

12、完成甚至又快又好比曾经。Of course its not just about sitting in meetings. Its what occurs at the meetings that matters. Line workers - and everyone else - will be collaborating a whole lot more. Theyll be reporting to each other how they solved this problem or that. 当然它的不差不多坐在会议。它的什么发生在会议那个问题。线工人-，每个人其他-将合作一个整个

13、命运多。他们将报告互相他们如何解决这样的问题或那。Theyll suddenly become a bunch of strategists, analysts, and business people showing off the value of their great ideas and successes. And from time to time theyll sit around outdoor barbeques behind the office celebrating someones breakthrough. 他们会突然成一群战略家，分析家，商界人士炫耀他们的杰的值思

14、想，成功。从不时地他们会闲坐户外烧烤背后办公室庆祝某人的突破。How many meetings do you need? Well, if nobody complains there are too many meetings, then you probably arent having enough of them.多少会议做你需要?很，如果没人抱怨太多了会议，当时你大概阿仁t有足够的他们。 And when somebody does, you make sure the time is filled with brainstorming, problem solving, plan

15、ning, collaborating, committing, and reporting当某人欺诈，你确保时间被充满头脑风暴法，解决问题，准备，合作，犯，报告. Run well, these meetings will engage employees in creating and executing the innovations that drive breakthrough business results. 运转良好，这些会议会从事雇员在创建，执行革新那个驱动器突破业务结果。Plenty of Sweat大量的汗Boosting innovation in the workpl

16、ace is a tough process. Dont let anyone tell you otherwise. Why? Because to create a highly innovative workplace bosses have to look at themselves as the targets of change.促进革新在工作场所是一个强硬过程。唐t让任何人说你否则。为什么?因为创建一个高度创新的工作场所老板不得不观自己作为改变的目标。 And making personal changes is always challenging. Of course, th

17、e rank and file will have to make changes, too. And they arent any more enthused about it than their bosses. 使个人变动总是挑战。当然，老百姓会不得不进行更改，太。他们阿仁t再更多鼓起勇气关于它比他们的老板。The harder bosses push workers to change, the more theyll fail. Innovation doesnt happen because the boss demands it. It happens because the e

18、mployees do. Thats the secret to innovation.更难老板驱策工人变化，多他们将失败。革新不t发生因为老板需求它。它发生因为雇员做。，的秘密革新。 And employees demand it when the organization encourages and enables it through bosses who are living examples of an innovation culture. That requires renewal - boss actions that create a whole new environme

19、nt that involves all employees in the challenges of innovating.雇员需求它当该组织鼓励，启用它通的老板在生活谁一个的例子创新文化。，要求重建-老板行动，创建一个合计新的环境，涉及所有雇员在挑战 The innovative workplace journey is a rough one. With all that personal change going on, its not surprising. Of course, thats what renewal is all about.创新的工作场所旅行是一个未加工品一。同所

20、有个人的变动继续，它的不惊。当然，的什么重建是所有关于。 And with steady and sure commitment from the top dog, gutsy leaders, lots of meetings, and plenty of sweat, its doable. 同稳定，肯定的承诺从头儿，无畏的的领导人，很多的的会议，大量的汗，它的可行的。Trying it on for fit: 试穿为健康:Before launching a full-scale initiative to create a culture of innovation, assess y

21、our current state of leadership to see if youre up for the challenge. Pull together your unit leaders, including those at the top, for a discussion of the four priorities. 在做一个全部的倡议之前创建创新文化，评估你的领导的当前状态看如果你打算挑战。齐心协力你的单位领导人，包括那些在顶端，为一个议论的四优先。Ask each leader to articulate what he or she would have to p

22、ersonally change to help the organization make the shift. Leaders who are ready will have no difficulty identifying personal changes theyll have to make. 问每个领导者阐明什么他或她将不得不亲自改变帮助该组织使轮班。领导人谁是现金将没有的困难鉴定个人变动一是使If you feel your leaders are ready after having the discussion, take the same conversation to the workforce and see how ready they are. Send an email and let me know what you learn from your experiences. I would love to hear from you!如果你感觉你的领导人是现金在有议论后，接受同一谈话劳动力，看准备如何他们。发送电子邮件，让我知道什么你学习你的经验。相当于!